How do you approach managing legal aspects during periods of instability or crises, and how does your legal strategy align with the broader business strategy to ensure the organisation’s resilience?

During periods of instability or crisis, our legal management takes a proactive approach to identifying and mitigating risks. We closely align our legal strategy with the business strategy, actively participating in strategic decision-making to ensure a coherent and resilient response to emerging challenges. Interdepartmental collaboration, contingency planning, and adaptability are critical to ensuring organisational resilience in changing environments.

What measures has your company taken to embed sustainability practices into its core business operations, and how does the role of the general counsel contribute to driving and ensuring sustainable practices within the company?

We implement energy efficiency measures, promote teleworking, and collaborate with sustainable suppliers. The general counsel contributes by integrating sustainable practices into strategic decisions, such as digital signatures, document digitisation, virtual meetings, and similar initiatives. They offer specialised legal advice and ensure continued compliance with sustainable practices in all operational areas.

What emerging technologies do you see as having the most significant impact on the legal profession in the near future, and how do you stay updated on these developments?

I believe that artificial intelligence and legal automation will have a significant impact. To stay up to date, I actively participate in conferences, webinars, and professional networks. Additionally, I leverage online resources and collaborate with colleagues in the legal and technology fields to stay abreast of the latest developments.

How do you prioritise diversity and inclusion within your legal department, and what initiatives have you implemented to foster a more inclusive and equitable work environment?

We prioritise diversity and inclusion in our legal department through various initiatives, including cultural awareness training programmes, inclusive hiring policies, and diversity committees. Additionally, we foster an equitable environment through equal pay assessments and providing career development opportunities that are accessible to all.

Can you discuss a particularly challenging dispute or M&A scenario you encountered and the innovative strategies you implemented to address it?

I have not yet had the opportunity to participate in that type of effort. However, in decisions regarding the incorporation of companies and corporate transformations, I have been involved in actions that demanded innovative measures to maintain continuity of customer service, safeguard cash flow, and align with the financial KPIs of the organisation.

In your opinion, what are the main trends that are salient in your country currently?

In Peru, the main trends in labour policies include possible reforms aimed at promoting labour flexibility, improving the protection of workers’ rights, and adapting to economic and social changes. Also, there is a focus on policies that aim to strike a balance between employers’ and employees’ needs in a changing work environment. For example, there has been recent focus on extending paternity leave, demonstrating a shift towards prioritising the well-being of workers within companies.